Compliance Best Practices for Required Group Health Plan Notices

NFP Corp.

Employers and plan sponsors are tasked with distributing a range of required notices to employees and participants at various points in the employee life cycle. Join NFP’s Benefits Compliance team as we walk through employer obligations, including what notices are required, when distribution should take place, who should receive them, and best practices for distribution.

Agenda

• New Notice and Important Reminders
  • Fixed Indemnity Notice
  • Individual Coverage HRA (ICHRA) Notice
• Required Notices by Situation
  • Upon Hire/Initial Eligibility for Group Health Plans
  • Upon Initial/Midyear Enrollment
  • Open Enrollment (OE)
  • Upon Midyear Employer Changes to Benefit Plans/Designs
  • Annual Notices Other than OE
  • Upon Coverage Termination
• Notice Distribution Methods
  • Mail and Hand Delivery
  • Electronic Distribution Rules
• FAQs
• Penalties
• Resources
• Key Takeaways

Key Takeaways

Employer Considerations

• Compliance notices are required at specific times throughout the employee life cycle.
• Employers should review notices and employee base to determine if electronic distribution is appropriate.
• NFP has resources to help!
• Tips
  • Customize notices where required.
  • Confirm carrier or TPA has properly posted notices and information related to the No Surprises Act and the Transparency in Coverage rules.
  • Confirm employer vs. carrier obligations regarding distribution of group term life insurance conversion/portability notices.
  • Retain records according to the employer’s record retention policy. [Note: Records related to ERISA plans should generally be retained for eight years.]

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